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Effectiveness of performance appraisal: Evidence on the utilization criteria

机译：绩效评估的有效性：关于使用标准的证据

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摘要

This study examines the relationships between performance appraisal (PA) purposes and immediate and ultimate outcomes. Drawing upon expectancy theory and Greenberg's taxonomy, we explore the roles of multiple mediators as sets of person- and organization-referenced ratee reactions and reveal the multiple why-related aspects of the relationships between PA purposes and PA effectiveness. Our research is based on a questionnaire survey of 563 employees from the telecommunications sector of Pakistan. The results of structural equation modeling analysis suggest that individual-focused PA better serves the employee perspective, whereas position and organization-focused PA better serves the organizational perspective. These findings indicate that inclusion of role definition and strategic purposes in the PA system is likely to render PA more effective and practical. The findings also corroborate that ratee reactions mediate the relationship between PA purposes and PA effectiveness, albeit to varying degrees. Our findings have theoretical and practical implications.
机译：这项研究检查了绩效评估（PA）目的与即时和最终结果之间的关系。利用期望理论和格林伯格的分类法，我们探索了多种调解人作为个人和组织所引用的速率反应集的作用，并揭示了公共行政目的与公共行政效力之间关系的多重原因。我们的研究基于对来自巴基斯坦电信行业的563名员工的问卷调查。结构方程模型分析的结果表明，以个人为中心的PA更好地服务于员工的观点，而以职位和以组织为中心的PA则更好地服务于组织的观点。这些发现表明，在PA系统中包含角色定义和战略目的很可能使PA更加有效和实用。该发现还证实，尽管不同程度地发生，但等级反应介导了PA目的与PA有效性之间的关系。我们的发现具有理论和实践意义。

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